Are company policies accommodative of female employees in the steel manufacturer?

Abstract

The steel manufacturer selected for the current study is the largest in Africa and employs over 10,000 people. Given the nature of the business and the intensity of the steel manufacturing process, the company is dominated by males. The aim of this study was to investigate whether the company policies are accommodative of female employees in the steel manufacturer. The question that this research aimed to answer was whether the low retention of female employees in the company can be attributed to the less career progression and the lack of work-life balance considerations in policy development. Both qualitative and quantitative research approaches were followed in the study, wherein an interview was held with the company‟s Black Economic Empowerment (BEE) strategist and questionnaires were distributed to the permanent female employees in the company. A questionnaire was developed using close-ended questions to obtain information of the demographics of the participants, as well as their opinions on the study. The questionnaire was distributed to 200 permanent female employees and 150 were completed and returned. The results were analysed at the North West University‟s Statistics Department where percentages, Mean and Standard Deviation were computed. Given the negative responses received from the participants, the following recommendations were made: * The establishment of a Talent Management Department: It is hoped that this department could help ensure that the career paths and abilities of the employees are monitored and matched with those of their employers. * The establishment of a policy regarding work-life balance and a consideration for the establishment of an in-house child care facility or a subsidization of mothers whose kids are going to child care facilities outside the company. * An emphasis of an all-inclusive culture wherein employees could feel engaged and industry is not an easy one and as such requires lots of engineering and technical expertise. The overall recommendation for the selected steel manufacturer is that this study be expanded to a bigger audience which will include male employees and to all business units of the South African unit. appreciated in the company. * The cultivation of a culture that is focused on its people and pays attention to the needs of employees. * The establishment of a clear succession and employee retention policies. * The development of mentoring programs which could help the selected steel manufacturer to build a knowledgeable workforce. This is mainly because the steel